After interviewing about a thousand applicants who looked and
acted like business-school rejects, you finally found an assistant
with the necessary qualifications. But you're realizing
she's not quite as career-minded as you thought. She shows up
late almost every day and makes hour-long calls to her boyfriend
every time you turn your back. When you confront her, she grins and
asks if she can take a vacation next month. Welcome to Boss
Land.

What's the best way to deal with Ms. Broken Alarm? Before
you fire her and start from scratch with someone new (who may end
up making your vacation queen look like Employee of the Year), try
to work with what you have, using motivation as a tool.

Motivated employees are productive employees, says Richard
Hadden, a Jacksonville, Florida, professional speaker, employee
relations consultant and co-author of Contented Cows Give Better
Milk (Williford Communications, $30, 800-339-6778), a book that
highlights the human resources successes of six profitable
organizations. According to Hadden, it is possible to
motivate your staff into productivity. In fact, it's as easy as
one, two, three.

1. Equip and empower. "Create a setup in which
your employees can succeed," says Hadden. Don't blame
Susie Show-Up-Late for lack of motivation if you haven't
trained her properly. She should feel comfortable asking questions.
Be patient, since she'll probably ask a lot of questions while
she's learning. Watch her work, and praise her for each task
completed correctly.

If you take the time to train your employee to be proficient
from the start, you'll feel more comfortable delegating
tasks--and your employee will be more productive and satisfied.

2. Show you care. "In successful companies, the
employees work hard because they know their bosses really care
about them as individuals," explains Hadden. Great pay, while
important, is not what keeps employees happy and productive, he
contends; it's the satisfaction of being appreciated that gets
results.

"Find out what your employees need. Ask `What can I do to
make your life easier?' " says Hadden. "Then do
your best to provide it." Walking the walk is another key rule
here. During crunch times, when you're asking employees to put
in long hours, are you doing the same? Your presence speaks volumes
when workloads are heavy and deadlines loom.

3. Tie employee pay to company performance.
"The employee should bear some of your company's
risk," says Hadden. Even the smallest companies can set up a
profit-sharing system in which you pay a percentage of company
profits for work well done. Profit-sharing is the best way to avoid
paying for low productivity. Be specific about dollar amounts, and
provide periodic financial reports, making sure the employee
understands there's a direct connection between the completion
of the assigned task and the reward. "Your employee will
quickly realize his [or her] level of income depends on the success
of this business," Hadden says. Bingo. Instant enthusiasm,
from what looked like a lost cause.

Fit To Be Tried

Prevent lost causes by hiring intelligently--what Richard
Hadden, an employee relations consultant in Jacksonville, Florida,
calls "hiring for fit." That means looking beyond
qualifications and experience to traits such as being adventurous
and flexible.

"Many people have the entrepreneurial spirit, but lack the
capital to start their own businesses," Hadden notes.
"They would welcome the opportunity to help make your
[company] a success. It satisfies their drive to be creative and
live on the edge."

Make it clear at the interview that your company can't
provide the security of the typical mega-corporation. Emphasize
that you can't provide lots of perks and benefits. Let the
applicant know this is not just a "put in your 40 hours and go
home" kind of job, but it will be exciting and
fulfilling; they'll take part in creating a successful company
from scratch. Being honest upfront, says Hadden, is the best way to
find what you need: employees who'll do whatever it takes to
make your business succeed.